CHANGING HR DYNAMICS – PART 3 - EMPLOYEE DEVELOPMENT

Tanmoy Bandyopadhyay, Co-Founder & COO at HAPPIATWORK  tanmoy@happiatwork.com

I had talked about how the Employee Life-Cycle processes #Recruitment-to-Retirement, #Recruit-to-Retire, #R2R, will evolve in the coming year.

I shared my views about how the #recruitment and #onboarding may evolve in the coming year. The one that I intend to talk about now, is one of the key aspects of the Employee Life Cycle – EMPLOYEE DEVELOPMENT and how this may evolve due to the changed #HRDynamics in post #Covid era.

With the E-learning revolution and availability of MOOCs, online books (audio/video), learning videos and content libraries; virtual learning has surely taken wings. I see people sharing their achievements and course completions every day on LinkedIn.  I am sure that the HR/OD leaders would be thrilled to see that individuals are taking ownership of their development needs. It has been the biggest peeve of every company that spends huge training dollars to fill-in the development classes, just to see the employees treating it like a time-off from work.

Employee development for organizations do have multiple aspects to it – need analysis, preparing the development calendar, training, coaching, feedback analysis, tracking metrics etc.

There is also a cultural aspect that influences the way we learn – a significant lot, find it difficult to learn skills through online classes.  With the #physicaldistancing norms, it will be a challenge to conduct classroom training or workshops soon. The #HRdynamics will change significantly for sure.

I have listed down 7 ideas that can help organisations design their development charter post #covid19.

 

Implement LMS (Learning Management System)

If you have not done already, now is the time to do the same. LMS helps solve most of the key requirements that will arise in the virtual development world post covid-19

Right from Capturing Needs, preparing a Calendar, offering course content, managing learners, feedback, and tracking; it is a must have for organisations focussed on employee development

Even if you are on a shoe-string budget, there are quite a few very good open-source LMS applications available to start with.

 

Combine Offline with Online

Classroom trainings and workshops are going to reduce both due to the physical distancing norms and restrictions for travel

The best way is to combine online and offline. Use online for pre-reads and knowledge sharing and follow it up with a facilitator-led session which can be in small groups and for short duration. This can be done either in Offline or Online mode

The extent of Online/Offline mix will depend on the type of skills and competencies that are being learned

Differentiate Learning for Skills vs Development

This will become paramount now, the old style of preparing training calendars to list functional and behavioural training is not going to help

What is required is to clearly identify the Skills training and plan a complete online mode of learning for the same. The availability and quality of Online e-learning content and courses with certifications etc., have increased significantly over last few years

For Development related sessions, a mix of Offline and Online learning methods can prove to be effective. MOOCs and other course being run by top universities can complement the offline sessions that may be required

Virtual Coaching and Mentoring

Online Coaching and Mentoring will be the next wave in the Employee Development space. It is going to increase significantly

Train and make coaches available within every department and empanel a few from outside the organization

Identify Mentors for your Top Talent and track the mentoring program online

 

Development Conversations

 

Scheduled 1:1 Development Conversations between Manager and the individual in key, especially when working in a virtual environment or in a virtual team

These conversations help increase Employee engagement and morale

Track the Action items and monitor progress of the same

 

Online Learning and Development Dashboard

Learning and Development is always self-driven and an Online tracker or dashboard for every team and individual is a must for it to succeed

Mapping Learning and Development Goals with Achievements on a Dashboard and tracking it periodically is a great way to motivate and recognize development efforts being taken by employees

It helps build a healthy development culture in the organisation

 

Regular Check-ins

Quick Pulse surveys to check-in on the individual is key now, since the online trainings always progresses at the learners’ pace unlike classroom sessions

The HR / L&D departments will have a tough task to keep track of the progress of each learner. The time frame given for completing a training or course will also increase

Periodic tracking of progress and completions at an individual, team, business unit and organization level, on an online Dashboard will help keep every stakeholder updated and help initiate quick actions whenever and wherever required

 

Employee Development is an area that has so much to write about, but I just wanted to keep it short and cover points from all the 3 aspects/stages of any program – planning, implementation, and feedback loop.

I am sure HR leaders are doing a lot and will be doing a lot more in the coming year. The above points can help complement their Learning and Development strategies.

#employeedevelopment , #learning , #development , #training, #coaching , #dashboards , #mentoring , #pulsesurveys , #learninganddevelopment

 

Next up…………Part 4: Engagement & Recognition

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